A business should be a safe place that employees can come and do their very best. Catering to this idea can not only be good for morale but also for your checkbook. Every company needs to institute policies and procedures that prevent negligent or reckless misconduct in business.
Failure to maintain competent operations can lead to serious consequences, including injury or even litigation. Fortunately, there are several proactive steps a business can take to maintain an orderly and ethical environment.
Misconduct in Business: Provide Standard Operating Procedures for Employees
Employees should understand the general operating procedures of their departments, and possibly, the entire company. For example, they should become familiar with policies about attendance, vacation, holidays, scheduling, sick days, injuries, and related issues. This information should be organized and collated into a company handbook that can be linked to the company website or provided in print format to each employee, or at least each department. Everyone should know what to do in the event of an emergency as well as how to keep everyone accountable.
Review HR Hiring and Training Procedures
Human resources has the responsibility of hiring and training company personnel. This process begins with a clear-cut job description and continues through hiring the best person for the job. An outside lawyer, like these Pennsylvania personal injury attorneys, can be hired or consulted for legal advice on covering these important aspects. Adequate training for each position is also mandatory so that everyone is doing a job for which he or she is qualified and prepared. A list of job duties in conjunction with the job description should be explained to new employees so they know what is expected and can ask questions for clarification.
Implement an Effective Monitoring and Disciplinary Policy
There should always be a checks and balances system to ensure the company procedures are followed. If questions arise, these should be dealt with promptly. Occasionally, policy changes may be needed based on shifting duties or workforce population, such as family leave policies. Department supervisors are responsible for monitoring employee actions through their daily work routine as well as documented files and records. If a problem occurs, it should be documented and addressed according to standard company policy. For example, if the policy states that an employee who is late more than fifteen times a year should be warned verbally and in writing, and then fired if absenteeism continues, this should be recorded and followed if needed.
Holding employees accountable is an important part of any company but creating a safe atmosphere where the business owner would be held accountable. Instituting policies and following them diligently is a sure way to help prevent negligence and misconduct. Failure to do so may incur harm on your employees and your business.